Pursuant to the joint request of the parties, I was assigned to serve as arbitrator of a
written warning grievance.
Hearing was held on May 4, 2013 in Milwaukee, Wisconsin. The parties proceeded without
a transcript or other
recording of the hearing. Post-hearing briefs were filed by June 21, 2013.

ISSUE

The parties agreed that the issue to be resolved is:

Did the Employer have just cause to issue the grievant a written reprimand and, if
not, what is the
appropriate remedy?

DISCUSSION

The grievant received a written warning for emailing confidential information in a
manner that had the potential
to make the information generally accessible. She did not do so intentionally and no known
harm was caused by her
error. However, it is clear that the grievant knew the importance of keeping the information
confidential. Thus, while
the grievant did not have previous experience with the secure mailing site in question, it was
her obligation to make sure
that she understood how to perform the task in question. She did not do so and thus
committed the error in question.
Under those circumstances, I am persuaded that the Employer had just cause to issue a
written warning.